The Rochester NY Ban the Box FAQs page explains that the new Ban the Box law prohibits potential employers from “making any inquiry regarding a job applicant’s prior criminal conviction on any initial employment application or prior to the end of the initial application process.” This “application process” begins when the applicant inquires about the job and ends when an employer conducts an initial employment interview or makes a conditional offer of employment. Employers that do not conduct an interview must inform applicants “whether a criminal background check will be conducted before employment is to begin.”

Other Ban the Box FAQs included on the City of Rochester website include:

What is the intended purpose of Ban the Box?

Which employers are subject to Ban the Box?

Which employers are exempt from the Ban the Box law?

Are there any other exemptions from the Ban the Box law?

Does this Ban the Box law prohibit employers from conducting criminal background checks before hiring a person?

May an employer ask about criminal convictions at the end of the initial interview?

Are there other laws that employers must comply with?

How is the Ban the Box law enforced?

The Ban the Box legislation for the City of Rochester was enacted on May 22, 2014 by Ordinance 2014-155. For more information about the Rochester NY Ban the Box Ordinance, contact: Brian F. Curran, Deputy Corporation Counsel, City of Rochester, 30 Church St., Rochester NY 14614, 585-428-6810.